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Older Women in the Workplace seminar
Women in the UK aged between 50 and 59 earn on average 20.5% less than their male counterparts, facing a gender pay gap significantly larger than the UK-wide gap of 14.2%, therefore it is clear that the impact of women’s labour market inequality is compounded over a working lifetime.
Older women face a particular set of barriers to equality in the labour market. Having primary responsibility for caring limits women’s choices and opportunities in the workplace, impacts their earnings and places pressure on both their careers and their health. Older women in particular are impacted as they often balance work whilst being ‘sandwiched’ between caring for older people as well as for children and grandchildren. Older women are also the group least likely to receive training in the workplace. Many women identify confidence as a barrier to accessing learning opportunities in the workplace. However, it is not women’s lack of confidence in their own capabilities, but confidence in the fairness of the system or processes by which training opportunities are accessed. Historically, women have also faced disadvantage in occupational pensions schemes compared with men. Women are less likely to be in work and have access to occupational pension schemes and, when they are in work, they experience lower rates of pay and so are less able to contribute to a pension. As women on average earn less than men, any salary-related pension will also tend to be less. The result of this is that, despite a slight reduction since 1994/95, over two-thirds of pensioners living in poverty are women.
In partnership with One Workplace Equal Rights and the STUC Women’s Committee, last week we held a seminar to explore how trade unions could better support older women in the workplace. During the seminar we heard from three speakers on a range of issues which disproportionately impact older women. Kathleen Bolt from Support@Work Legal spoke about the legal protections and remedies available to support older women in the workplace, and highlighted some useful resources[1] which delegates could use to inform any action they might take. Roshini Sharma Joshi of Trust Housing Association discussed examples of negative assumptions often made about older women, and asked why employers are so quick to focus on perceived negatives of an aging workforce, and ignore the benefits of the experience which comes with it. Delegates also received an insight into how health issues associated with older women might be better dealt with through proactive preventative strategies and simple adjustments in the workplace.
During the round table session, delegates discussed issues they had encountered in their own workplaces. It was agreed that, although a lack of confidence is an issue often highlighted by older women in relation to accessing training, it is not confidence in their own capabilities, but confidence in the fairness of the system or processes by which training opportunities are accessed. Delegates also spoke of the need to raise awareness of the issues faced by older women among the wider trade union movement by including a focus on gender discrimination as part of trade union reps’ training programmes. It was agreed by all delegates that it is essential that women’s equality is at the forefront of the trade union bargaining agenda, as it has long been shown that by tackling women’s inequality we also tackle broader social inequality.
At the seminar we launched a suite of publications containing information and suggested actions which trade union reps can take to tackle the particular barriers faced by older women. The publications cover balancing work with care, access to skills development and training, health and safety issues, and women’s inequality in retirement. You can download a copy of these publications here.
Scotland's gender pay gap remains high at 11.5%
Scotland’s gender pay gap remains high at 11.5%
Close the Gap has calculated the difference in pay between women and men working in Scotland using the latest Annual Survey of Hours and Earnings (ASHE) tables released from the Office of National Statistics.
Despite a decrease of 1.8% between women and men working full-time in Scotland since 2013, the gender pay gap remains stubbornly high at 11.5%.
Women working part-time still earn 32.4% less than men working full-time, as part-time work continues to be concentrated in low-pay, low-skill jobs.
2013
2014
Pay gap in Scotland
Mean
Median
Mean
Median
Comparing women and men’s full-time hourly rates of pay (excluding overtime)
13.3%
7.6%
11.5%
9%
Comparing women’s part-time and men’s full-time hourly rates of pay (excluding overtime)
33.7%
35.5%
32.4%
34.5%
Combined figure (all women/all men)
16.9%
16.9%
15.4%
17.5%
Source ONS (2014) Annual Survey of Hours and Earnings Table 3.6A http://www.ons.gov.uk/ons/rel/ashe/annual-survey-of-hours-and-earnings/2014-provisional-results/index.html Accessed Nov 2014.
The gender pay gap: at a glance
The mean average full-time gender pay gap figure is 11.5%
- There is still a massive pay gap for women working part-time compared to men working full-time of 32.4%.
- The mean is calculated by adding all employees’ hourly rates of pay together and dividing by the total number of employees. This includes those on the highest and lowest rates of pay. As those with the highest rates of pay tend to be men, and those who receive the lowest pay are more likely to be women, the mean captures a more complete picture of the gender pay gap.
- The median is calculated by finding the midpoint in all employees’ hourly rates of pay and discarding the lowest and highest rates of pay. The median is not skewed by very low hourly rates of pay or very high hourly rates of pay. However, this means that the median can obscure the gendered differences relating to pay.
- Jobs held by women were more likely to be paid less than the National Minimum Wage than jobs held by men (1.0% compared with 0.8%). This is consistent with the fact that a greater proportion of women work part-time than men, and part-time work predominates in low-paid jobs.
No Pay Day
Today is No Pay Day in Scotland, which means that women will be effectively working for free for the next 48 days due to the gender pay gap.
Over 40 years since the Equal Pay Act came into force the prevalence of the pay gap illustrates the massive inequality between men and women’s pay.
Three main causes of the gender pay gap have been identified, firstly occupational segregation which describes the clustering of women into stereotypically female roles, which are also associated with low pay. This also accounts for barriers to women’s progression within workplaces. Women are also more likely to have caring responsibilities and so a lack of flexible working within workplaces means they are more likely to work part time. There is also discrimination in pay systems, with many women being paid less for work that is the same or similar, or of the same value as male colleagues’ work.
When comparing women and men’s full time hourly earnings the pay gap currently sits at 13.3%, a slight decrease from last year’s figure of 13.9%. However the increase in hourly pay from 2012 to 2013 for women is greater compared to men for both the mean and median measurements, which explains the slight decrease in Scotland.
The pay gap when comparing women’s part-time and men’s full time hourly pay increases to 33.7%. It is important to note this comparison as women are more likely to work in lower paid part time work.
The gender pay gap varied significantly for women dependant on their occupational group. In the ‘Managers and Senior Officials’ group women earn on average 23.1% less than their male counterparts, showing the persistence of the glass ceiling within Scotland’s workplace culture. Skilled trades saw a similarly high gap of 21.8%.
Figures also show that as women get older they face some of the largest pay gaps with women aged between 50 and 59 in the UK earning on average 21.4% less or a difference of £4.05 per hour. This data is only currently published as a UK wide and does not allow for Scottish specific analysis.
The Scottish Government Economic Strategy aims to achieve economic growth through tackling the causes of inequality and the barriers to economic opportunity. If this is to be achieved it is essential that women’s economic equality is kept firmly on the agenda.
If you would like support in identifying and addressing issues with pay and progression within your organisation or workplace, please contact us on info@closethegap.org.uk.
Preparing for Equal Pay Statements on Race Seminar
10.30 - 12.30 (followed by lunch)
Thursday 4th December
STUC Centre, 333 Woodlands Road, Glasgow G3 6NG
Close the Gap are hosting the first free seminar in the CEMVO Scotland's Mainstreaming Race Equality series on Thursday 4 December.
The specific duties which came into force in Scotland on 27th May 2012 required public bodies to gather employment information on race and to publish that information. Public bodies will further be required to publish a statement on equal pay which includes ethnicity from 30th April 2017.
Whilst this is still some time away, evidence suggests that employment information gathered across the public sector continues to hold many gaps – for example, a number of public bodies struggle with high non-disclosure rates on grounds of ethnicity. These gaps need to be tackled well in advance of the 2017 deadline if a robust Statement – in line with the EHRC’s Code of Practice on Equal Pay – is to be published.
Events in Scotland
In this post you will find a selection of up and coming events and programmes relating to gender equality and women's participation in the labour market.
WOMEN IN RENEWABLE ENERGY SCOTLAND (WiRES)
WiRES is a network for women working, or who would like to work, in the renewable energy sector in Scotland. Our aim is to support women's participation in the sector through information, education, and networking opportunities. WiRES is currently hosted by Close the Gap.
Meet-Up for Women in Renewable Energy
These events will give WiRES members the opportunity to meet and network with other women working in renewable energy on a regular and informal basis.
Glasgow Meet-Up will be held at:
Horton's Bar and Kitchen, Glasgow
Friday 7th November – 5.00pm-7.00pm
Friday 5th December – 5.00pm-7.00pm
*No registration necessary*Edinburgh Meet-Up will be held at:
The Newsroom, Edinburgh
Thursday 13th November - 6.00pm-9.00pm
*No registration necessary*
The meet-ups are open to women working, or who would like to work, in the renewable industry in Scotland, from all sectors, occupations, and career levels.
Please note that WiRES do not provide any food or drinks at these meet-ups.
If you are interested in starting WiRES meet-ups in your own city or region, do get in touch at info@wirescotland.com.
Save the date: Networking event in Aberdeen
Thursday 4th December 6.00pm-8.00pm
Join us for an evening with speakers, drinks & canapes, and plenty of networking opportunities for women working, or who would like to work, in the renewable energy sector in Scotland.
Please register your interest below and we will confirm more information in due course.
If you have any questions, please contact us at info@wirescotland.com.
Site visit to The Hydrogen Office & FRIC at Energy Park Fife
The Hydrogen Office, Methil
Wednesday 3rd December, 9.30am-1.00pm
We are very pleased to offer our members the opportunity to visit The Hydrogen Office and the Fife Renewables Innovation Centre (FRIC) on 3 December, 9.30am-1pm (approx.).
The Hydrogen Office and FRIC are part of Energy Park Fife in Methil, a manufacturing and research zone on Scotland's east coast, encompassing a 54Ha manufacturing site, Methil Docks, Methil Docks Business Park and the site of the former Methil Power Station. Another highlight in Methil is the Samsung Heavy Industries 7MW offshore wind turbine which is currently being tested on the site.
This free WiRES site visit will include transport from the train station to the site, a networking lunch, and presentations and a guided tour by representatives from the Hydrogen Office and FRIC. We will also have the opportunity to visit a viewing platform to see Samsung Heavy Industries' prototype offshore turbine.
More information and the agenda will be added in due course.
Please book your place below and we will update you with more information in due course.
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ENGENDER
Engender hosts a range of conferences, seminars, round-tables and discussions to explore women’s inequality, and share strategies to challenge it.
Some of events are members only, but all are welcome at their public events.
Inspiring Women: Pornography and new media
The rise of the Internet and increased use of social media has provided millions of consumers with the opportunity to purchase and view pornography almost anonymously, and to share and abuse personal images.
November 15, 2014, 11.00 – 13.00
The Melting Pot, Edinburgh
This session offers an opportunity for Engender members to discuss the implications and consequences of pornography in the digital age.
Only members can book this event. If you are a member of Engender, please sign in now to book.
Engender's 2014 AGM
Scottish Youth Theatre, Glasgow
We're getting together with our members on November 20 to share what we've been up to over the past year, to discuss our new constitution, and to let members know our exciting plans for the next year.
All are very welcome to take part.
To find out how to nominate someone to the board click here, to read our proposed revised constitution click here.
If you would like to take a more active role in Engender, then you can read more about membership here.
Hidden Voices: Experiences of Violence for Disabled Women
Wednesday 26th November 2014,10.30
The Hilton Glasgow Grosvenor, Glasgow
As part of the 16 Days of Activism Against Gender Violence, this event is being held to consider disabled women's experiences of violence.
This event is for disabled women but will also be attended by service providers and academics.
The aim of the event is to:
- Present results of UK report 'Access to Services for Disabled Women who Experienced Violence'
- Generate lively discussions, between disabled women and service providers in Scotland
- Consider the support structures needed to protect and support disabled women
- Provide a forum to discuss vision and mission of a network for disabled women in Scotland
This event has been organised in partnership with Dr Sonali Shah, Inclusion Scotland, Rape Crisis Scotland and Shakti Women's Aid
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EQUATE SCOTLAND
Established in 2006, Equate Scotland is Scotland’s expert in gender equality in the fields of science, engineering, technology and the built environment. Based in the Faculty of Engineering, Computing and Creative Industries at Edinburgh Napier University we work across Scotland in education and employment.
Helping female engineers and their employers realise their full potential
This Autumn: A free three–day Career Enhancement Programme designed for women working in engineering and advanced manufacturing.
Teacher Building, 14 St Enoch Square, Glasgow G1 4DB
Day 1: 30 September 10am - 4.30pm
Day 2: 30 October 10am - 4.30pm
Day 3: 26 November 10am - 4.30pm
Jointly organised by Equate Scotland and Semta (the Skills Sector Council for Engineering and Advanced Manufacturing), the Career Enhancement Programme is a free three-day course, designed for women working in these sectors.
It provides in-depth career development one day a month over three months, focusing on:
- identifying achievements and strengths
- building skills for effective communication
- unlocking leadership potential
The programme provides opportunities that will benefit both employers and employees from the engineering/advanced manufacturing sectors.
Find out more about the programme
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